Everything You Need To Know About The Famous McKinsey Report ‘Why Diversity Matters’ [Report Breakdown]

Today, I want to talk about the McKinsey Report:  Why Diversity Matters

In my opinion, this is one of the most cited sources that is used to justify the business case for diversity in organisations, when I say that I mean people generally use this report as evidence to support their argument when claiming that diversity is good for business, specifically because it leads to more profits.

This report is important because of how widely referenced it is but also because of all the reports and research that I have come across, this report is by far the one that is the most misrepresented or misquoted. It is astonishing, and I’m talking about leaders, keynote speakers, Diversity & Inclusion Practitioners. People claiming authority on this topic. Who make it clear that they don’t understand the contents of the report. I’ve been at an event where a panellist actually cited the report as proof that diversity is good for business and then later admitted on stage that they hadn’t read the report, just the executive summary.

This is important because its clear to me that the rhetoric that got us here isn’t going to get us to where we need to be. We all need to be fit for purpose if we’re going to make the changes that we want to see and that means having a clear understanding of what we’re talking about and the strength and the limitations of any evidence that we’re relying upon in our arguments. This shouldn’t be a controversial statement.

 In todays show I discuss several things including

  • Why the McKinsey Report: Diversity Matters is important
  • Key findings of the report.
  • Key limitations of the report and much much more

Show notes

Here are some selected links to for the resources and reports I discuss in the episode.

The McKinsey Report: Why Diversity Matters

Why Diversity Matters Article 

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The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences